* 


k,.  Regulative. 

F Standards^ 


in  the  work 


"statin. ; 

• ■ "A  ■'  - * '•*' 

i^Jorth  Ameriifea 


TIBfe  AMEtltii: 
IHOMB  i^liC 


Ne\sH 


FOREWORD 


These  Regulative  Standards  are  a response  of 
the  Board  to  repeated  calls  from  workers  in  the 
field  for  something  of  the  kind  bearing  definitely  on 
one  point  and  another  in  the  practical  conduct  of 
missions.  It  is  much  easier  to  work  "when  one 
knows  in  advance  on  what  to  depend,  how  to  plan 
and  for  what  goals  to  strive.  Standards  are  rec- 
ognized essentials  in  efficiency. 

In  connection  with  attendance  at  the  Panama 
Congress  on  Christian  Work  in  Latin  America, 
the  Field  Secretary  and  the  Superintendent  of  Edu- 
cation gave  ten  Weeks  to  close  study  of  the  work- 
Most  of  the  principal  stations  in  Cuba  and  Porto 
Rico  were  visited  afresh.  All  our  missionaries 
from  the  United  States  were  at  Regional  Confer- 
ences in  these  countries  and  many  of  the  native 
workers.  The  leaders  also  from  Mexico  and  El 
Salvador  were  with  us  at  Panama.  We  had  not 
less  than  fifty  days  of  continuous  intercourse  with 
the  men  on  the  field.  Notes  were  taken  of  all 
suggestions  made  by  individuals  or  groups.  On 
the  return  voyage  fifty  of  the  suggestions  were  clas- 
sified under  twelve  heads  and  laid  before  the  Mis- 
sionary Committee  of  the  Board,  which  asked  that 
a Special  Committee  be  appointed  to  study  the 
questions  involved. 

The  Special  Committee  of  the  Board,  Dr.  Rob- 
ert E.  Farrier,  Chairman,  found  that  nearly  all 
the  other  great  missionary  societies  had  formu- 
lated full  and  careful  regulations.  These  were 
obtained  and  studied.  For  the  sake  of  denomina- 
tional uniformity  the  Committee  adopted  the  pre- 
cise form  of  words  used  by  the  American  Baptist 
Foreign  Mission  Society  wherever  they  were 
applicable.  All  the  vital  questions  Were  submit- 
ted to  the  Superintendents  of  our  work  In  Latin 
America.  Two  of  them  visited  the  Rooms  before 
the  work  ’’^ns  completed  and  gave  invaluable  aid. 
May  this  outgrowth  of  the  Field  itself  help  both 
in  germinating  and  in  gathering  the  great  harvests 
of  the  future. 


Field  Secretary. 


Digitized  by  the  Internet  Archive 
in  2017  with  funding  from 
Columbia  University  Libraries 


https://archive.org/details/regulativestandaOOamer 


Regulative  Standards  In  The  Work 
Of  The  American  Baptist 
Home  Mission  Society 
In  Latin  America 


(These  are  to  become  effective  April  1,  1917,  ex- 
cept that  all  new  appointments  made  after 
October  10,  1916,  shall  be  on  the  terms  of  these 
regulations.) 

I.  SPIRITUAL  QUALIFICATIONS  OF  THE 

MISSIONARY. 

1.  He  should  be  possessed  by  an  all-controlling 
loyalty  to  Jesus  Christ  and  an  earnest  eager- 
ness to  do  His  will. 

2.  He  should  manifest  a passion  for  the  salva- 
tion of  men  and  communities  wherever  his 
lot  may  be  cast,  having  had  experience  in 
individual  work  for  individuals  and  in  vari- 
ous other  forms  of  Christian  service. 

3.  He  should  have  a missionary  spirit  such 
that  he  will  be  willing  to  be  appointed  to 
any  field  or  station  where  the  Board  may  re- 
quire his  services,  being  always  free,  how- 
ever, to  show  a satisfactory  reason  why  he 
should  be  assigned  to  a specific  field. 

II.  TECHNICAL  TRAINING  AND  PERSON- 
AL QUALITIES  OF  THE  MISSIONARY. 

In  Mexico,  Cuba,  Porto  Rico  and  Central 
America,  as  in  other  foreign  lands,  a man 
must  have  all  the  qualities  needed  for  work 
in  the  United  States,  and  several  other  quali- 
ties in  addition.  For  example,  in  Latin 
America  he  must  be  exceptionally  gracious 
in  his  manners,  or  he  will  seem  to  the  people 
to  be  a barbarian.  The  cultivated  leaders 
of  Latin  American  life  and  thought  often 
are  highly  educated  in  both  America  and 
Europe.  They  are  alert,  keen  and  eager. 
No  slipshod  mental  equipment  can  meet 
them  with  any  hope  of  helping  them.  The 
missionary  must  also  have  unusual  tact  and 
gift  in  administrative  affairs,  because  he  will 
have  xmder  his  direction  a number  of  local 
workers.  They  must  be  guided  with  wis- 
dom, with  strong  fraternity,  and  also  with 
a teacher’s  gift  of  suggestion  and  inspira- 
tion. 


1.  The  candidate  must  have  both  College  and 
Seminary  training  (except  that  Seminary 
training  will  not  be  required  of  candidates 
for  teachers’  positions  in  our  primary  or  sec- 
ondary schools,  or  for  technical  or  in- 
dustrial positions). 

2.  Successful  experience  in  Spanish-speaking 
work  elsewhere  may  be  accepted  when  de- 
sirable, in  lieu  of  completely  meeting  the  re- 
quirement as  to  both  College  and  Seminary 
training. 

3.  He  must  have  facility  in  acquiring  the 
Romance  languages.  As  a rule,  a new  mis- 
sionary should  not  be  more  than  thirty 
years  of  age  when  he  reaches  the  field. 

4.  He  must  have  associative  aptitudes  and  co- 
operative spirit.  “Those  who  fail  as  mis- 
sionaries do  so  almost  without  exception 
because  they  cannot  re'’  on  with  others.” 

5.  He  must  have  executive  gifts. 

6.  He  must  have  physical  fitness  for  the 
Tropics  (tested  by  medical  examination  as 
per  blanks  furnished  by  the  Board  of  the 
Society  and  passed  upon  by  its  Official 
Medical  Examiner). 

7.  Similar  requirements  shall  be  made  for  wife 
or  fiancee  as  to  items  4 and  6,  together  with 
a sincere  missionary  spirit  and  the  equiva- 
lent of  at  least  a high  school  education. 

8.  A man  with  a family  will  not  be  appointed 
as  a rule,  unless  he  has  already  resided  in  a 
Latin  American  field. 

9.  His  standing  must  be  such  that  when  his 
intention  is  announced  the  common  senti- 
ment of  those  who  know  him  will  be  that 
he  is  well  qualified  for  the  work. 

10.  As  there  is  little  chance  for  a missionary  to 
lay  by  money  or  to  pay  back  debts,  all  ap- 
plicants must  be  practically  unencumbered 
financially. 

11.  Wives  may  be  commissioned,  when  in  the 
judgment  of  the  Board  such  action  is  de- 
sirable. 


III.  PROBATION  PERIOD. 


1.  The  first  appointment  shall  be  for  a period 
of  three  years,  the  first  of  which  is  regarded 
as  a year  of  probation,  at  the  end  of  which 
the  appointee’s  connection  with  the  Society 
may  be  severed  should  it  appear  then  that  he 
is  not  adapted  to  the  service  for  which  he 
was  appointed.  If,  however,  the  candidate 
is  not  advised  by  the  Society  within  one 
month  after  the  close  of  his  first  year’s 
service,  that  his  appointment  is  canceled, 
the  original  appointment  for  three  years 
thereby  becomes  automatically  confirmed. 
The  second  and  subsequent  appointments 
shall  be  for  periods  of  five  years  each. 

2.  During  this  first  period  of  three  years  the 
appointee,  under  the  direction  of  two  or 
more  designated  examiners,  shall  take  semi- 
annual examinations  in  the  language  of  the 
country  in  which  he  is  serving,  with  a view 
to  enabling  the  Board  to  determine  whether 
he  is  making  satisfactory  progress  in  it. 

3.  At  the  end  of  two  years  and  a half,  a thor- 
ough medical  examination  shall  be  taken, 
and  its  findings  submitted  to  the  Board  of 
the  Society  and  passed  upon  by  its  Official 
Examiner. 

4.  The  probation  year  will  be  devoted  prin- 
cipally to  language  study  and  to  special  as- 
signments of  service  made  by  the  General 
Missionary. 

IV.  SUPPORT. 

The  allowance  for  the  support  of  a mis- 
sionary is  not  to  be  ’•egarded  in  any  real 
sense  as  compensation  for  labor  performed; 
nor  is  it  graded  to  suit  the  varying  abilities 
or  success  of  different  individuals.  It  is  sup- 
posed rather  to  express  simply  what  is 
necessary,  in  the  way  of  pecuniary  support, 
to  his  efficiency  in  his  chosen  field  of  labor. 
In  reality  it  is  a grant  in  aid,  made  by  the 
churches  at  home  through  the  Society.  It 
is  desired  that  the  missionary  should  be  free 
from  anxiety  in  regard  to  means  of  living, 
so  as  to  leave  heart  and  hands  at  liberty  for 
the  largest  possible  service  in  the  cause  of 
Christ.  Compensation  for  this  service  he 


will  find  in  the  consciousness  of  engaging  in 
the  highest  of  all  callings,  and  in  the  abid- 
ing presence  of  his  Lord.  He  is  not  to  en- 
gage in  any  money-making  pursuits  for  per- 
sonal profit  or  private  gain. 

/.  SALARY. 

(a)  Married  Men;  For  the  first  five  years 
on  their  field,  $1,000  per  annum;  for  the 
next  five  years,  $1,100;  after  ten  years, 
$1,200. 

(b)  Single  Men:  For  the  first  five  years, 
$700  per  annum;  for  the  next  five  years, 
$800;  after  ten  years,  $900. 

(c)  As  affected  by  death  of  husband  or  wife: 
The  salary  shall  remain  unchanged  for 
one  year,  then  pass  to  the  basis  of  a 
single  man  or  woman  in  case  of  active 
continuance  with  the  Society,  provision 
for  children  being  unchanged.  No 
change  in  salary  will  be  made  until  after 
correspondence  with  the  Missionary, 
special  conditions  always  being  con- 
sidered with  a view  to  adequate  provi- 
sion in  each  case. 

(d)  Provision  for  Children:  For  each  child 
under  six  years  of  age  an  allowance  of 
5%  of  the  above-designated  salary  is 
made.  Recognizing  the  increasing  ex- 
pense involved  in  educating  one’s  chil- 
dren as  the  years  go  on,  the  following 
provision  is  made : When  they  are  from 
six  to  twelve  years  of  age  10%  of  the 
above-designated  salary  is  granted; 
twelve  to  twenty  years  15%,  except  that 
such  allowance  is  not  granted  to  more 
than  three  children  in  any  family  at  one 
time. 

(e)  Beginning  of  salary;  In  the  case  of 
new  appointees,  salary  begins  with  the 
requirement  of  their  full  time  by  the 
Society. 

2.  RESIDENCE.  The  Society  provides  a 

residence  for  married  missionaries,  or  in  lieu 
thereof,  an  allowance  of  not  to  exceed  $300 
per  annum.  Single  men  are  allowed  a grant 
of  not  to  exceed  $150  per  annum  for  rental. 


3.  OUTFIT. 


(a)  Where  residence  has  not  been  already 
partially  furnished  for  the  missionary, 
married  men  may  draw  upon  the  Board 
for  such  purpose  to  the  amount  of  not  to 
exceed  $400,  single  men  to  the  amount 
of  not  to  exceed  $200.  Such  purchases 
from  funds  of  the  Board  to  belong  to 
the  Society. 

(b)  In  case  of  purchasing  household  equip- 
ment the  missionary  shall  do  so  in  con- 
sultation with  the  General  Missionary, 
whose  experience  on  the  field  will  en- 
able him  to  know  what  furnishings  are 
best  adapted  to  the  country  and  what 
the  Society  will  need  for  permanent  use. 

4 TRAVEL  EXPENSES.  The  necessary 

travel  expenses  in  journey  from  the  home 
to  the  field  and  return,  when  made  by  the 
officially  designated  route,  will  be  paid  by 
the  Society. 

(a)  Excess  cost  by  indirect  route  is  borne 
by  the  missionary.  The  plan  for  a 
longer  journey  with  intervals  of  resi- 
dence en  route  will  be  submitted  for  ap- 
proval, and  the  class  of  passage  chosen 
shall  not  be  lower  than  that  provided  by 
the  Society. 

(b)  Cost  of  transportation  of  freight  to  the 
extent  of  two  tons,  or  equivalent  (ship’s 
measurement,  which  figures  by  cubic 
space  as  well  as  weight),  for  each  full 
ticket,  is  met  by  the  Society  and  a pro- 
portionate amount  for  each  half  or 
quarter  ticket. 

(c)  Customs  dues  in  foreign  ports  as  apply- 
ing to  the  normal  outfit  are  met  by  the 
Society. 

5.  EXCEPTIONAL  COST  OF  LIVING  IN  CERTAIN 
LOCALITIES  OR  POSITIONS. 

(a)  In  large  cities:  As  a rule  an  increase  of 
10%  upon  the  local  salary  is  deemed 
just;  the  amoimt  and  the  cities  to  which 
it  is  to  apply  being  determined  by  the 
Board  in  consultation  with  the  Gen- 
eral Missionary. 


(b)  In  positions  involving  unusual  expense, 
as  e.g.,  in  the  entertaining  of  guests, 
special  provision  is  determined  by  the 
Board  under  advice  from  each  mission 
field. 

6.  MEANS  OF  CONVEYANCE  ON  THE  FIELD. 

When  recommended  by  the  General  Mis- 
sionary as  required  for  the  mission  work, 
necessary  means  of  conveyance  may  be  pro- 
vided by  the  Society. 

V.  FURLOUGHS  OF  MISSIONARIES  FROM 
THE  UNITED  STATES. 

1.  An  annual  vacation  of  one  month  is  author- 
ized and  insisted  upon,  same  to  be  arranged 
on  the  field  in  consultation  with  the  General 
Missionary  early  in  the  year,  this  vacation 
to  be  taken  at  the  missionary’s  own  expense. 

2.  A furlough  of  six  months  is  granted  every 
five  years,  in  addition  to  the  necessary  travel 
time,  four  months  to  be  given  to  promotion 
service  for  the  Society,  or  study  or  other 
work  in  preparation  for  increased  useful- 
ness, the  remaining  two  months  for  com- 
plete rest.  The  first  furloughs  in  inaugurat- 
ing this  plan  are  to  be  arranged  by  the 
Board  with  a view  to  a rotation  of  workers, 
both  on  the  field  and  in  the  promotion 
service. 

3.  Transportation  for  the  missionary,  his  wife 
and  minor  children  who  are  dependent  upon 
him  for  support,  to  and  from  the  field  on 
the  regular  furloughs,  will  be  met  by  the 
Society. 

4.  Every  missionary  and  his  family  on  return 
to  America  on  furlough  will  have  medical 
examinations  upon  the  basis  of  which  the 
physician  examiner  will  give  those  ex- 
amined and  the  Board  answers  to  the  fol- 
lowing three  questions: 

(a)  Do  they  require  any  special  treatment 
while  on  furlough? 

(b)  If  so,  what? 

(c)  Do  the  cases  suggest  the  necessity  of 
further  medical  examination  toward 
the  end  of  the  furlough,  to  determine 
fitness  for  return  to  the  field? 


5.  Unusual  expenditures  necessary  because  of 
treatment  prescribed  as  a result  of  the  ex- 
amination, wiU  be  taken  under  consideration 
by  the  Board. 

6.  Pension:  When  permanently  disabled  after 
a long  period  of  service,  the  Board  will  de- 
termine what  allowance  shall  be  made. 


VL  ORGANIZATION  OF  THE  FIELD. 

1.  There  shall  be  a General  Missionary  whose 
chief  fimctions  are:  Organizing,  supervis- 
ing, assisting  the  other  workers  and  serving 
as  field  representative  for  the  Board. 

2.  There  shall  be  a Missions  Council  composed 
of  all  the  American  missionaries  of  the  So- 
ciety on  each  field.  The  General  Missionary 
shall  serve  as  chairman  of  this  Coxmcil. 
The  Missions  Coimcil  shall  hold  at  least  one 
regular  meeting  each  year,  and  two  such 
meetings  where  practicable.  Other  meet- 
ings may  be  called  should  necessity  require 
them.  The  Missions  Coimcil  shall  decide 
with  the  approval  of  the  Board: 

(a)  The  general  policy  of  the  mission. 

(b)  The  annual  budget. 

(c)  The  educational  policy. 

(d)  The  selection  of  sites. 

(e)  The  purchase  of  property. 

(f)  The  erection  of  buildings. 

(g)  The  distribution  of  native  workers. 

(h)  All  other  matters  pertaining  to  the  ad- 
vancement and  good  of  the  work. 

3.  The  missionaries  from  the  United  States,  as 
well  as  the  native  missionaries,  shall  report 
to  the  General  Missionary  monthly,  and  to 
the  Society  quarterly  through  the  General 
Missionary,  and  shall  render  such  special 
reports  in  addition  as  occasion  may  require. 
The  monthly  payroll  is  made  on  the  basis 
of  these  monthly  reports. 

4.  The  General  Missionary  will  render  to  the 
Society  quarterly  reports  and  such  other 
reports  as  may  be  required. 


VII.  SELF  SUPPORT  AND  BENEVOLENCE 
OF  MISSION  CHURCHES. 

1.  The  following  plan  is  adopted  with  a view  to 
promoting  self  support  among  our  mission 
churches: 

(a)  Every  mission  station  is  expected  to 
meet  its  nmning  expenses,  other  than 
the  salary  of  the  missionary,  at  the 
beginning. 

(b)  Every  mission  station  should  seek  to  be- 
come entirely  self-supporting  as  soon  as 
possible,  thus  enabling  the  Society  to  use 
its  funds  in  other  destitute  fields. 

(c)  The  missionary’s  salary  should  be  in- 
creased with  the  growing  strength  of 
the  station. 

(d)  In  order  to  effect  (b)  and  (c)  each  sta- 
tion will  be  expected  to  raise  the  fol- 
lowing percentages  of  the  INITIAL 
SALARY  of  the  missionary,  one-half  of 
which  shall  be  devoted  to  the  increase 
of  his  salary  and  one-half  toward  the 
lessening  of  the  amount  received  from 
the  Society,  except  that  where  the  local 
missionary  in  charge  of  the  church  is 
unordained,  when  his  salary  reaches  $600 
per  year,  all  additional  amounts  raised 
thereafter  shall  be  devoted  to  lessening 
the  amount  received  from  the  Society. 

(1)  Beginning  with  the  second  year  5% 
and  an  additional  increase  of  5% 
each  year  for  the  next  three  years. 

(2)  The  sixth  year  the  increase  over  the 
previous  year  will  be  10%  of  the  ini- 
tial salary,  with  a like  increase  each 
year  for  the  next  three  years. 

(3)  The  tenth  year  the  increase  over  the 
previous  year  will  be  15%  of  the  ini- 
tial salary,  with  a like  increase  each 
year  for  the  next  three  years. 

(4)  The  fourteenth  year  the  increase 
over  the  previous  year  will  be  20% 
of  the  initial  salary,  and  a like  in- 
crease each  year  for  the  next  three 
years,  after  which  time  the  church 
will  be  self-supporting. 


/.  EXAMPLE. 


(1)  Let  the  initial  salary  be  $400.  The 
first  year  the  Society  meets  the  en- 
tire amount.  The  second  year  the 
station  raises  5%  of  the  salary,  or 
$20.  The  pastor’s  salary  becomes 
$410,  of  which  the  Society  gives 
$390,  with  corresponding  changes 
the  third,  fourth  and  fifth  years,  at 
the  end  of  which  time  the  pastor’s 
salary  will  be  $440,  of  which  the 
church  will  be  paying  $80  and  the 
Society  $360. 

(2)  The  sixth  year  the  church  will  raise 

$120,  an  increase  over  the  previous 
year  of  10%  of  the  initial  salary. 
The  pastor’s  salary  will  then  be  $460, 
of  which  the  Society  will  pay  $340, 
with  corresponding  changes  in  the 
seventh,  eighth  and  ninth  years,  at 
the  end  of  which  time  the  pastor’s 
salary  will  be  $520,  of  which  the 
church  will  be  paying  $240  and  the 
Society  $280.  

(3)  The  tenth  year  the  church  will  raise 
$300,  an  increase  over  the  previous 
year  of  15%  of  the  initial  salary. 
The  pastor’s  salary  will  then  be  $550, 
of  which  the  Society  will  be  paying 
$250,  like  increases  being  made  in 
the  eleventh,  twelfth  and  thirteenth 
years. 

(4)  The  fourteenth  year  the  church  will 
raise  $560,  an  increase  over  the  pre- 
vious year  of  20%  of  the  initial 
salary.  The  pastor’s  salary  will  be 
$680,  of  which  the  Society  will  pay 
$120,  with  corresponding  increases  in 
the  fifteenth,  sixteenth  and  seven- 
teenth years,  at  the  end  of  which 
time  the  church  will  have  become  en- 
tirely self-supporting. 

(e)  Should  the  station  during  any  year  fail 
to  raise  the  above  percentage,  the  pas- 
tor’s salary  shall  be  at  an  equal  loss  with 
the  Society  on  account  of  such  failure, 
i.e.,  the  pastor’s  salary  shall  be  increased 
by  only  one-half  of  the  amount  raised. 


(f)  Wherever  possible  it  is  desired  and  ex- 
pected that  the  church  will  become  self- 
supporting  at  a more  rapid  rate  than 
that  indicated  above. 

2.  BENEVOLENCE:  Our  mission  churches 

are  asked  to  contribute: 

(a)  To  their  own  Regional  work. 

(b)  To  the  American  Baptist  Home  Mission 
Society. 

(c)  To  the  American  Baptist  Foreign  Mis- 
sion Society. 

It  is  confidently  expected  that,  as  they  are 
able,  they  will  also  contribute  to  Christian 
education  and  to  other  approved  forms  of 
Christian  ministry  for  their  people. 

VIII.  APPOINTMENTS  AND  RELOCA- 
TIONS. 

1.  All  appointments  of  missionaries  must  be 
made  by  the  Board  of  Managers  of  the  So- 
ciety, except  that  in  an  unforeseen  emer- 
gency a temporary  appointment  for  not  to 
exceed  three  months  may  be  made  by  the 
General  Missionary,  and  in  the  event  that 
such  temporary  appointment  is  made,  he 
shall  at  once  submit  the  facts  to  the  Board 
with  his  recommendations  in  the  premises. 

2.  Missionaries  may  not  be  transferred  from 
one  location  to  another  or  be  “relocated” 
without  previous  sanction  of  the  Board,  ex- 
cept in  an  unforeseen  emergency,  and  then 
such  transfer  or  relocation  shall  be  tenta- 
tive only,  and  subject  to  confirmation  by  the 
Board.  The  facts  in  such  cases  shall  be  at 
once  submitted  to  the  Board  by  the  Gen- 
eral Missionary,  together  with  his  recom- 
mendations as  to  the  action  that  should  be 
taken. 

IX.  IMPROVEMENT  OF  NATIVE  MISSION- 
ARIES ALREADY  AT  WORK. 

1.  Pastors  who  have  not  had  the  advantage  of 
a full  theological  training  are  required  to 
pursue  regular  courses  of  study  approved  by 
the  General  Missionary,  and  to  take  regular 
(monthly  or  quarterly)  examinations  cover- 
ing the  work  done. 


2.  A special  annual  summer  institute,  continu- 
ing for  two  weeks  or  thereabouts,  at  our 
principal  training  school  on  each  field,  will 
be  provided  for  our  native  pastors  and  mis- 
sionaries and  attendance  thereon  required 
of  all. 

3.  The  necessary  traveling  expenses  incident  to 
such  attendance  will  be  paid  by  the  Society. 

4.  Native  missionaries  will  be  instructed  to 
take  a vacation  of  two  weeks  each  year  in 
addition  to  the  summer  institute  period,  and 
be  held  to  diligent  work  the  rest  of  the  time. 
The  date  of  this  vacation  will  be  determined 
in  consultation  with  the  General  Missionary. 

X.  EDUCATIONAL  INSTITUTIONS. 

1.  Our  educational  policy  provides  for  the 
establishment  and  maintenance  of  a school 
in  each  of  our  general  Latin  American  fields 
for  the  training  of  the  people  of  the  country 
for  Christian  leadership.  Where  practicable 
this  should  be  in  the  vicinity  of  a large 
educational  center. 

2.  Until  a general  school  system  in  these  coun- 
tries makes  provision  for  the  sorest  needs 
of  an  impoverished  life,  our  educational 
policy  contemplates  provision  also  for  such 
other  educational  work  as  is  required  to 
meet  these  needs. 

3.  Our  educational  policy  includes  also  the 
following  provision  for  the  education  of  the 
children  of  our  native  ministers  in  Latin 
America: 

(a)  Years  one  to  twelve:  Aid  is  not  granted 
for  these  years.  It  is  felt  by  the  Board 
that  the  local  church  should  make  such 
provision  for  their  pastor  as  will  enable 
him  to  provide  adequately  for  his  chil- 
dren while  they  are  still  at  home. 

(b)  Years  twelve  to  twenty:  A grant  of 
$100  per  annum,  for  each  child  in  at- 
tendance at  a school  approved  by  the 
Superintendent  of  Education  will  be 
made,  and  will  be  paid  to  the  school  di- 
rect for  each  child  of  our  native  pastors, 
provided  that  this  aid  shall  not  be  given 


to  more  than  three  children  in  any 
family  at  one  time.  And  provided 
further,  that  any  child  so  admitted  shall 
satisfactorily  maintain  the  standard  re- 
quired by  the  Superintendent  of  Educa- 
tion; it  being  expected  also  that,  should 
any  child  so  educated  not  enter  upon 
some  form  of  distinctive  Christian  ser- 
vice after  leaving  school,  he  will  return 
to  the  Home  Mission  Society,  as  he  is 
able,  the  full  amount  the  Society  has 
paid  out  for  his  education. 

XL  DEVELOPING  OUR  CONVERTS  IN 
CHRISTIAN  LIFE  AND  WORK. 

Our  policy  contemplates  securing  for  our 
Latin  American  fields  quickeners  of  the  pas- 
tors and  churches  in  special  directions, 
such  as: 

1.  In  Sunday  School  work. 

2.  In  community  betterment. 

3.  In  evangelism. 

XII.  INTERDENOMINATIONAL  COOPERA- 
TION. 

1.  In  general,  cooperative  advancement  in  win- 
ning the  world  for  Christ  must  be  along 
positive  rather  than  negative  lines.  Allot- 
ments of  responsibility  are  inclusive  rather 
than  exclusive.  In  our  age  of  freedom  no 
wall  can  be  built,  or  ought  to  be  built,  for 
the  purpose  of  shutting  anybody  out  of  any 
field  of  usefulness  where  duty  calls.  At  the 
same  time,  no  portion  of  the  human  race 
should  be  left  outside  of  the  field  of  explicit 
responsibility  on  the  part  of  someone.  Co- 
operative arrangements  are  not  for  the  pur- 
pose of  limiting  activities,  but  on  the  con- 
trary, for  the  purpose  of  increasing  and  in- 
tensifying activities.  The  aim  is  not  restric- 
tive, but  altogether  and  only  constructive. 

2.  As  regards  delimitation  of  territory,  we  ap- 
prove the  acceptance  by  each  Board  at  work 
in  any  country,  of  primary  responsibility  for 
certain  portions  of  the  field,  the  acceptance 
of  such  responsibility  not,  however,  to  be 
interpreted  per  se  as  restricting  the  Board 


solely  to  activity  within  the  portion  of  the 
field  for  which  it  has  assumed  such  re- 
sponsibility. 

3.  As  to  salaries  of  native  workers,  we  believe 
it  is  desirable  that  there  be  as  great  a uni- 
formity as  possible  in  any  given  field  in  the 
salaries  of  these  employes  of  the  several 
Boards.  To  the  end  that  this  may  be  se- 
cured, we  believe  that  the  matter  of  the  uni- 
fying of  salaries  of  native  workers  may  well 
be  suggested  to  a Conference  Committee  of 
the  Boards  concerned,  for  its  consideration 
and  recommendation. 

4.  In  imion  evangelistic  campaigns  it  is  felt 
that  the  fullest  and  freest  cooperation  be- 
tween all  the  local  evangelical  churches  is 
desirable. 

5.  In  social  service  the  largest  practicable  co- 
operation should  be  secured. 

6.  In  education  cooperation  to  the  extent  of 
avoiding  unwise  competition  or  reduplica- 
tion of  work,  should  always  be  sought  and 
maintained.  Particularly  in  higher  educa- 
tion should  cooperation  be  the  rule.  Even 
in  the  training  of  young  men  for  the  min- 
istry some  general  course  can  well  be  given 
to  all  alike,  reserving  to  each  denomination 
the  giving  to  its  own  students  of  certain 
courses  that  have  to  do  with  matters  of 
doctrine  and  church  polity. 

7.  In  the  publishing  and  distributing  of  Chris- 
tian literature  the  fullest  cooperation  of  all 
should  be  maintained. 

8.  In  Sunday  School  betterment  cooperation 
through  utilizing  the  services  of  special 
workers  in  the  training  of  leaders,  etc.,  and 
also  through  the  Sunday  School  Literature 
Department  is  advisable  and  should  be  en- 
couraged. 


